Job Description

A non profit organization in Alton, Illinois seeks an experienced Director of Human Resources.

GENERAL SUMMARY: Under general supervision, provides strategic leadership for all HR functions while serving as a key operational leader within the organization. Develops, implements, and oversees human resources policies, programs, and services including recruitment, employee relations, compensation, benefits, compliance, labor relations, and organizational development. Ensures all human resources activities support the organization's mission to provide a loving and caring home for residents. Serves as a member of the senior leadership team, aligns HR strategies with organizational goals while ensuring regulatory compliance and fostering a positive workplace culture that prioritizes resident care and safety while supporting employee engagement and wellbeing throughout the entire employee journey. This position supports the organization's mission by ensuring our team members have the resources and support they need to focus on enriching the lives of our residents.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

Strategic Leadership

• Partner with the CEO and leadership team to develop and implement a three-year strategic plan for human resources that supports organizational goals
• Lead HR initiatives that enhance operational efficiency, employee performance, and organizational culture
• Serve as an advisor to department managers on human resources issues
• Develop and monitor HR department goals, objectives, and systems
• Prepare and manage the HR department budget
• Serve as the primary liaison to the Board HR Committee, preparing presentations and reports as needed

Employee Experience & Culture

• Design and implement strategies to create a positive, supportive work environment that aligns with organizational values
• Develop and implement programs to recognize employee contributions and celebrate successes
• Create initiatives that enhance employee engagement and satisfaction
• Establish feedback mechanisms to continuously improve the employee experience
• Foster a culture where employees feel valued, supported, and connected to the organization's mission
• Design and optimize the complete employee journey from recruitment through retirement

Data Management and Reporting

• Gather, analyze, and report on key HR metrics and workforce data to support strategic decision-making
• Develop comprehensive reports for leadership and the Board HR Committee on topics such as turnover, retention, compensation, and workforce planning
• Identify trends and patterns in workforce data to inform HR strategies
• Create and maintain dashboards for ongoing monitoring of critical HR indicators
• Use data analytics to measure the effectiveness of HR programs and initiatives

Talent Acquisition and Retention

• Oversee the full recruitment lifecycle from job posting through onboarding
• Develop and implement retention strategies to reduce turnover and excessive overtime
• Design competitive compensation and benefits programs
• Establish metrics to evaluate recruitment effectiveness and retention outcomes
• Create and implement succession planning for key positions

Labor Relations

• Serve as the primary contact for union negotiations and contract administration
• Manage the grievance process and represent the organization during arbitration proceedings
• Train managers on contract interpretation and compliance
• Develop strategies to maintain positive labor-management relations
• Ensure compliance with collective bargaining agreements

Compensation and Benefits

• Oversee the design, implementation, and evaluation of compensation programs
• Partner with brokers to secure cost-effective benefit options
• Ensure accurate administration of payroll and benefits
• Monitor and analyze compensation trends to maintain competitive offerings
• Manage workers' compensation and unemployment claims
• Manage our 401K Program

Employee Relations and Communication

• Develop and implement policies and procedures that foster a positive and safe work environment
• Conduct investigations of employee concerns and complaints
• Coach managers on employee relations issues and conflict resolution
• Create and implement effective communication strategies across departments
• Serve as the internal resource for complex employee matters
• Develop and implement programs to support employee inclusion, wellness, and mental health

Compliance and Risk Management

• Manage the organization’s response to employment-related legal matters, including working with external counsel when needed
• Ensure compliance with federal, state, and local employment laws and regulations
• Stay current with IDPH requirements and other healthcare-specific employee regulations
• Develop and update HR policies and procedures as needed
• Oversee human resources record-keeping and reporting requirements

Professional Development Strategy

• Collaborate with the Training Director to align HR strategies with training initiatives
• Provide input on career advancement pathways for employees at all levels
• Partner with the Training Director to identify organizational skill gaps
• Lead the performance management cycle that
• Ensure organizational succession planning and leadership development

HR Technology and Analytics

• Lead the implementation and optimization of HR information systems
• Develop metrics and reporting to provide insights on workforce trends
• Analyze data to drive decision-making in areas such as turnover, compensation, and productivity
• Ensure data integrity and confidentiality
• Identify opportunities to leverage technology for HR process improvements

Cross-Functional Collaboration

• Maintain regular communication with all departments
• Lead challenging projects that span multiple departments
• Provide consultation to managers regarding workforce planning and organizational design
• Partner with finance on budget implications of HR initiatives
• Collaborate with operational leaders to improve workforce utilization and efficiency

SUPERVISORY RESPONSIBILITIES

Direct supervision of HR Manager, Benefits & Compensation Specialist, and Talent Acquisition Specialist. The HR Department also includes Switchboard Operators and Staff Schedulers.

Qualifications:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of knowledge, skill, and/or ability required. Reasonable accommodation may be provided to enable individuals with disabilities to perform essential functions.

Education/Experience:

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred
• Minimum of 10 years progressive HR experience, preferably in a healthcare or residential care setting
• At least 5 years of management experience
• Experience with union environments required
• SHRM-SCP or SPHR certification preferred
• Experience in a nonprofit or mission-driven organization preferred
• Familiarity with healthcare-specific HR compliance, including OSHA and HIPAA, is a plus.

Professional Knowledge and Skills:

• Comprehensive knowledge of employment laws and regulations
• Strong understanding of labor relations and collective bargaining processes
• Excellent leadership and team-building capabilities
• Advanced problem-solving and conflict-resolution skills
• Ability to balance strategic planning with day-to-day operations
• Strong financial and budgeting skills
• Excellent oral and written communication skills
• Proficiency with HRIS systems, particularly Paycom
• Advanced proficiency in Microsoft Office applications
• Ability to analyze data and generate meaningful reports
• Demonstrated ability to create positive workplace culture and employee engagement programs

Personal Attributes:

• Adaptability and willingness to learn new skills
• Strong ethical standards and commitment to confidentiality
• Ability to work effectively with all levels of the organization
• Excellent interpersonal skills and emotional intelligence
• Ability to manage multiple competing priorities
• Strategic thinker with strong execution skills
• Demonstrated ability to lead organizational change
• Passion for employee development and creating positive workplace environments

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